Charlotte-Mecklenburg Schools: Novice Principals Hired SY2011-12

3. Hiring and Placement2. Pre-Service 4. Evaluation and Professional Development

Supports for Novice Principals

Evaluation of Novice Principals

Leaders for TomorrowFor example, UNC, Wingate, Gardner-

Webb

Potential Applicants for Principalship

New Leaders

University partners

Alternative licensure pathways

Other university programs

Receives individualized support and mentoring

Participates in professional development

Undergoes McREL-developed

annual evaluation (standards-based ratings, narrative

summaries, and student growth measures)

Undergoes prescreening (interview, writing activity, observed case discussion)

Human Resources

Applies for vacant position(s)

Interview Committee

(includes school staff, parents, community

members, HR, and zone

superintendent)

Is chosen if closely matched with profile of

the school

Has interviews with committee

Is recommended to superintendent and CAO

CMS Superintendent

and CAO

Is appointed

Continuation or dismissal

Consultant Coach

School Administration Manager (SAM)

Program

Queens University Executive Leadership

Institute

McColl Institute for Visual Arts Innovation

Institute

Zone Superintendents

1. Standards:Statewide: North Carolina School Executive Principal and Assistant Principal Evaluation Process (McREL)CMS-specific: Leadership Competency Framework and “Super Standards” that express prioritized state

standards

Partnership with Winthrop University

Partnership with Queens University

Participates in 18-month program

Maintains current position and CMS

salary

Participates in national and local

institutes

Maintains current position and CMS

salary

Participates in two-year program

Zone Superintendents

Zone Superintendents

1st & 2nd year

2nd year

3rd year

4th year

School Executive Leadership Academy (SELA)

Optional training opportunities will be offered for candidates in the Talent Pool

The Talent Effectiveness Project, an initiative for all employees, will explore the best way to collect data to inform a performance management approach

Principal Candidates in Talent Pool

Serves in internships at current school

and different schools

Earns Master’s in Educational Leadership

Serves 1-year internship

Serves in 1-year residency placement

with a mentor

In a pilot, participates in

VAL-ED as a formative

assessment for identifying PD

needs

4th & 5th year

Zone Superintendents

CAO

A subset of qualities for Strategic Staffing Initiative and Project LIFT Zone schools will be defined

Aspects of hiring process for Strategic Staffing Initiative and Project LIFT Zone schools will be differentiated

Aspects of evaluation for Strategic Staffing Initiative and Project LIFT Zone schools will be differentiated

• Heavily involved in selection

• Oversees internship placements

CAO and Zone Superintendents will help principals assess

and recommend candidates

Program or office Change in place for later cohorts

Action taken by aspiring or novice principal

New path for later cohorts Leadership

Position

Action taken

Status of aspiring or novice principal

Aspiring Principal

Novice Principal

Novice PrincipalAspiring Principal

Licensed administrator Licensed administrator Licensed administrator Licensed administrator

District representatives

involved in selection

DRAFT 12.05.12